Despite laws protecting employee rights, employment law violations occur all too often. Discrimination continues to be widespread while sexual harassment remains pervasive in many work environments. Violation of labor laws relating to payment of wages, overtime compensation and meal and rest breaks are still too common. As a result, employees often find themselves in the midst of an employment dispute.
California and federal employment laws provide employees with various rights and remedies to address employment law violations. The experienced Los Angeles Employment Lawyers at Fair Employment Lawyers can help you determine whether you have a legal right to a recovery when you believe your employer has treated you unlawfully.
Common Employment law issues include the following:
- Employment Discrimination
- Unpaid Wages
- Unpaid Overtime
- Sexual Harassment
- Workplace Harassment
- Wrongful Termination
- Wage Discrimination
- Missed Meal or Rest Breaks
The attorneys at Fair Employment Lawyers devote personal attention to each and every case. We will guide you through the complexities of the law and ensure you are comfortable with the process every step of the way. Every client is given ample opportunity to discuss resolution strategies with a competent and caring attorney. Whether you have been a victim of workplace discrimination, sexual harassment or wrongful termination, or have been improperly deprived of wages or overtime compensation, we have the skill and experience to provide you with the zealous representation necessary to resolve employment-related disputes in your favor.
We accept plaintiff’s employment law cases on a contingency fee basis, meaning you do not pay any attorney’s fees until there is a recovery. Contact our Los Angeles Employment law attorneys for a consultation and to learn how we can help with your employment law claim.
What Is The Difference Between An Independent Contractor And An Employee In California?
Under California law, every person who is providing labor or services for someone else is going to be considered an employee, rather than an independent contractor, unless the employer can demonstrate that there are three conditions are met. First, the person must be free from the control and direction of the company when performing the work, both by contract and in fact. This means they are absolutely not controlled by the boss on how they do their work. They are hired to do a task but the hiring company doesn’t tell them how to do it. The next condition is that the person performs work that is outside the usual course of the company’s business. This means, if you are an accounting firm and you are hire an accountant, then that accountant is probably going to be an employee because they are doing work that is in the course of your business. On the other hand, if you’re hiring a plumber to come in and fix your sink, they are not doing what your business does, and are more likely and independent contractor. Read more
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